NEW DELHI, December 13 (ANI): The recently notified four Labour Codes, effective from November 21, 2025, have the potential to significantly expand women’s participation in India’s workforce by making employment safer, more secure, and more accessible, according to a white paper released by the All India Organisation of Employers (AIOE) in collaboration with law firm Shardul Amarchand Mangaldas.
Titled “Breaking the Glass Ceiling: How the Labour Codes Boost Women’s Participation in India’s Workforce”, the white paper highlights that India’s legal framework has evolved alongside social change, reflected in the rise in female labour force participation from 23.3 per cent in 2017-18 to 41.7 per cent in 2023-24. This progress has been supported by women-centric laws such as the Maternity Benefit Act, 1961, and the Sexual Harassment of Women at Workplace Act, 2013, as well as government initiatives including Mission Shakti, NAVYA, and WISE-KIRAN.
The white paper notes that the Labour Codes modernise India’s employment laws by consolidating multiple legacy laws into a simpler, more coherent structure. This is particularly significant for women, as the reforms aim to make workplaces safer, social security more comprehensive, and compliance more predictable.
Under the Social Security Code, 2020, maternity protections remain robust, with 26 weeks of paid leave for eligible employees and 12 weeks for adoptive and commissioning mothers. Additional provisions such as nursing breaks, medical support, and simplified documentation for pregnancy and delivery are expected to reduce the economic and health disruptions that often force women to exit the workforce permanently.
The white paper also highlighted the expansion of Employees’ State Insurance coverage across all industries and districts, including plantations, which employ a large number of women. The inclusion of gig and platform workers within the social security framework is described as a forward-looking step, particularly for women who rely on flexible work arrangements to balance caregiving responsibilities.
The Occupational Safety, Health and Working Conditions Code allows women to work in all establishments, including traditionally restricted sectors and night shifts, provided there is consent and adequate safety measures. This provision is seen as transformative for sectors such as IT, healthcare, aviation, and logistics, removing an “invisible ceiling” on women’s earnings and career advancement.
While emphasising the promise of the reforms, the white paper cautioned that legislation alone will not drive change. Real impact will depend on effective implementation by employers, market responsiveness, and the support of institutions tasked with enforcement and monitoring.
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